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SHRM SHRM-SCP Exam Syllabus Topics:

SHRM Senior Certified Professional (SHRM-SCP) Sample Questions:

1. Given the information in the scenario, what proposed initiative or program would you include in your annual strategic human resources plan?

A) A structured career path program with learning and development opportunities
B) Unlimited paid time of f (PTO)
C) An onsite health clinic for employees and their dependents
D) An employee recognition program with cutting-edge technology as rewards

2. What will be your first steps in initiating a human resources (HR) audit?

A) Determine the scope of the audit.
B) Collect benchmark data for comparison to findings.
C) Identify the key HR staff for interviews and feedback
D) Create a comprehensive audit checklist.

3. What does the Worker Adjustment and Retraining Notification (WARN) Act require?

A) An employer must provide affected employees with 60-days, notice of an impending layof f of more than 50 employees.
B) An employer must provide employees who are over the age of 40 with a revocation period after signing a severance agreement.
C) An employer must publicly release the names of each person affected by a layof f.
D) An employer must provide affected employees with 60-days, notice of an impending layof f of any size.

4. Under "coordination of benefits" rules, how are insurance claims processed?
Charges are first allocated to the primary payer, and then residual charges are submitted to a secondary payer.

A) Charges are split evenly between the primary and secondary payers.
B) company, and any residual cost is an out-of -pocket charge to the employee.
C) Claims are processed only at an "allowable amount" as determined by the insurance
D) Out-of -pocket expenses are deducted directly from the employee,s flexible spendingaccount.

5. As part of their flexible working environment, the company put all employees on salary and classified them as exempt. This allows them to complete their work on a flexible schedule. The HR business partner reviews results of an internal audit, and discovers that not all employee groups meet the requirements to be exempt. For example, the customer service partners do not fall into any of the exemptions and of ten work overtime. What is the next step the HR business partner should take?

A) Setup a meeting with the leadership team, inform them of the findings, and present a solution to change the compensation structures.
B) Inform employees and their respective managers that no one is allowed to work any overtime going forward.
C) Modify the job duties of the employees in question so that they meet the exemption requirements.
D) Because the current pay structure emerged from the company's culture, it is not subject to the exemption rule, and no further steps are needed.

Solutions: